• Provide HR partnership and employee relations support to assigned leaders and business areas. • Partner with managers and operational leaders on mid-level to more complex employee relations matters, manager coaching, performance management, investigations, policy application, employee relations trends, employee experience initiatives, and operational people needs. • Serve as a consultative HR partner to assigned business areas, helping leaders address people-related issues, strengthen manager capability, apply HR policies consistently, and support employee experience. • Handle more complex employee relations matters and escalate high-risk, legal, executive-level, enterprise-impact, or highly sensitive matters to senior leadership as needed. • Conduct or support workplace investigations, including planning, interviews, documentation, findings support and recommended next steps. • Provide guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct. • Identify employee relations trends and operational people issues and recommend practical solutions to assigned leaders and HR leadership. • Support employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas. • Collaborate with HR Centers of Excellence to support consistent and integrated HR solutions.

• Develop and implement HR strategies and initiatives aligned with the overall business strategy • Bridge management and employee relations by addressing demands, grievances or other issues • Manage the recruitment and selection process • Support current and future business needs through the development, engagement, motivation and preservation of human capital • Develop and monitor overall HR strategies, systems, tactics and procedures across the organization • Nurture a positive working environment • Oversee and manage a performance appraisal system that drives high performance • Maintain pay plan and benefits program • Assess training needs to apply and monitor training programs • Report to management and provide decision support through HR metrics • Ensure legal compliance throughout human resource management

• Supports Human Resources and Corporate Administration by managing administrative and HR functions. • Credentialing & Compliance managing the credentialing process. • Work collaboratively with Human Resources Director and Chief Legal Officer in gathering employee records. • Assist with new hire onboarding, E-Verify; Offboarding, including separations notices. • Use of HRIS to maintain accurate employee records. • Support employee engagement and activities.

• Lead end-to-end execution of HR Operations projects, from initial scoping through implementation and stabilization • Develop project plans, milestones, risks, dependencies, and success metrics while ensuring alignment across stakeholders • Drive accountability by facilitating progress updates, removing blockers, and maintaining momentum across cross-functional teams • Translate HR priorities into actionable project plans that drive clear, measurable outcomes • Track decisions, deliverables, and next steps to ensure work progresses effectively and sustainably. • Design and implement scalable HR processes that improve efficiency, consistency, and team member experience • Document workflows, standards, and operating procedures to support repeatability and long-term sustainability. • Identify opportunities to simplify ways of working, reduce manual effort, and improve overall effectiveness. • Lead and support priority HR Operations initiatives that improve process consistency, operational efficiency, compliance, service delivery, and the team member experience.